Managing employee performance

Question 1

PERFORMANCE APPRAISAL

Answer 1

Evaluation process performed annually by a supervisor to help employees understand their roles, objectives, expectations and level of performance success

Question 2

PERFORMANCE MANAGEMENT

Answer 2

Creating work environment in which people can perform to the best of their abilities

Question 3

5 OBJECTIVES INVOLVING VARIOUS PLAYERS

Answer 3

• Top level managers: Manage system that facilitates implementation strategic priorities
• Supervisors: Create environment for optimal performance and assign projects to employees
• HR professionals: Help with promotions, bonuses
• Employees: How managers will evaluate performance, need to be told they are doing a good job as source of motivation, need to express opinion
• Legislators: Develop & apply laws to pay attention to how employee performance is managed

Question 4

Purposes of PA for the Organization

Answer 4

Facilitate strategic plan
Help attain objective
Improve productivity
Identify training and development needs
Update competencies
Give feed back
Enhance work atmosphere

Question 5

Purposes of PA for the Supervisor

Answer 5

Justify salary increases and staffing process
Identify strengths and weaknesses
Set objectives for next period
Give responsiblities

Question 6

Purposes of PA for the Employee

Answer 6

Clarify expectations
Confirm employee’s strengths and weaknesses
Give opportunity to express

Question 7

How to make PA work

Answer 7

Treat employees like strategic partners by
making them know about strategy, mastering business plan, emphasis importance of business plan, listen to employees, give them interesting project, make each person responsible for success, provide follow-up

Question 8

Performance Management process

Answer 8

Define expectations
Support performance
Evaluate performance
Propose an action plan

Question 9

Define expectations

Answer 9

Clear expectations
Can use job description as reference to find what is needed
Avoid deficiency and contamination
SMART
Set performance levels

Question 10

Support employee performance

Answer 10

Delegate

Encourage

Question 11

Evaluate PA

Answer 11

BARS
BOS
Rating Scale
MBO (Management by Objectives)

Question 12

BARS

Answer 12

Evaluates aptitudes on a scale of 1-5

+ : uniformity and precision
- : have to modify for every job, cost time and resources, restricted

Question 13

BOS

Answer 13

How frequently behaviour is exhibited (never to always)

+: complete description of criteria
- : depend on the manager, always need to be observed

Question 14

Rating Scales

Answer 14

Grid with predefined criteria (behaviour, personality, competencies)

+ : easy to fill, short, simple, can compare
- : difficult to apply to every job, subjective

Question 15

MBO

Answer 15

Goals to be reached until the next evaluation

Question 16

360 degree appraisal

Answer 16

+: Multiples perspectives
Lessen bias
Feedback from peers

• : Complex
  conflicting opinions

Question 17

Prepare for evaluation meeting

Answer 17

before:
review objectives
suggest self evaluation
encourage employee’s comments and opinions

during:
listen, support, agree
overall performance
respect and openness

neutral place, appropriate time, preparation in advance

Question 18

Propose action plan

Answer 18

Has to focus on future
Be a coach
Highlights employee self-development

Question 19

Assessment Bias

Answer 19

Halo effect
Similarity effect
Contrast effect
Tendency to extremes bias
Last impression effect
Restriction of range bias

Question 20

Conditions for success

Answer 20

Support
No discrimination
Employees informed
Evaluators trained
Evaluation supported by policy

Question 21

Why programs fail

Answer 21

Inadequate preparation
Not clear objectives
Performance standards not clear
Subjective or vague language written appraisals
Assessment bias
Rating personality rather than performance
No follow up